March Madness is unpredictable, high-stakes, and full of surprises. Sound familiar?

Hiring nonprofit leaders isn’t that different. You’re evaluating talent, making tough calls, and betting on who can deliver under pressure.

The good news? You can borrow lessons from the tournament to improve your hiring process. Here are five recruiting takeaways every nonprofit executive should know.

In March Madness, teams don’t make the cut if their record isn’t strong enough. Same rule applies to candidates.

Before you even post the job, define one or two non-negotiables. This could be:

• A degree or certification.

• A minimum number of years in nonprofit fundraising.

• Experience managing a national donor portfolio.

Why does this matter? Because it helps you eliminate noise early. Without deal breakers, you waste time interviewing people who should never be in the bracket.

Everyone loves a Cinderella story. In hiring, the underdog can be your best pick.

Maybe they don’t have 10+ years of experience. Maybe they’re coming from a different industry. But if they have drive, resilience, and analytical skills, they may outperform your “safe bets.”

At The Batten Group, we dig deep to uncover those intangibles — self-awareness, ethical grounding, and willingness to challenge the status quo. Those don’t always show up on a résumé, but they often predict greatness.

When you’re down to your Final Four, you argue with passion about who’s going to win it all.

You should feel the same way about your last group of candidates. Ask yourself:

• Did they ask smart, thoughtful questions?

• Did they share insights or industry knowledge?

• Did they use data or examples to back up their ideas?

• Do they seem like team players who will mesh with your culture?

If you can’t make a case for why you’re excited about a finalist, they probably shouldn’t be in your Final Four.

In college basketball, bubble teams sweat it out, waiting to see if they’ll make the tournament.

In hiring, top candidates won’t wait.

There are hundreds of other “tournaments” (organizations) ready to snap them up. That’s why we coach our clients to move quickly, communicate often, and never leave top talent hanging. Silence = lost opportunity.

In the tournament, losing teams head home. In hiring, rejected candidates should leave with a positive perception of your organization.

That means:

• Notify them promptly.

• Share constructive feedback when possible.

• Thank them for investing their time.

Remember: even rejected candidates are brand ambassadors. If they leave feeling respected, they’ll still talk positively about your nonprofit. That’s free marketing.

Here’s the truth: hiring nonprofit leaders is just as high-stakes as March Madness. Get it right, and your organization thrives. Get it wrong, and you set yourself back a season (or more).

At The Batten Group, we help nonprofits build winning teams by recruiting mission-driven leaders who bring both skills and culture fit.

👉 Ready to make your next hire a champion? Contact The Batten Group today.

At The Batten Group, we believe the right leader can transform an entire organization.

We’re a national nonprofit executive search firm with more than 75 years of combined experience placing CEOs, development officers, and senior leaders across nonprofits, healthcare, higher education, and mission-based organizations.

Our work goes beyond résumés. We identify mission-driven, transformational leaders who align with your culture, inspire your teams, and drive long-term impact.

👉 Learn more at thebattengroup.com, follow us on LinkedIn and X, or subscribe to our newsletter for leadership insights and nonprofit career opportunities.

The Batten Group: where mission meets leadership.